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OUR PRIORITY SEARCH SERVICE
PRIORITY | PERFORMANCE | QUALITY | COMMITMENT
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Highest Priority Service (Time To Fill < 30 Days)
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100% Performance-Based (98% Offer Acceptance Rate)
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High-Quality Shortlists of 3-5 Candidates in 10 Days
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6-12 Month Guarantees (92% 12-Month Retention Rate)
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Full Commitment Until Offer Acceptance
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Fully Refundable Engagement Fees (Director, VP & C Level)​​​​
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Dedicated Client Portal with Candidate Pipeline Overview
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Exclusive First Right of Refusal on Every Candidate
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Originally Sourced Talent with Every Search
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Full Weekly Progress Reports​
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Competitive Contingent Search Options Available
Start Your Search Today
OUR PRIORITY SEARCH PROCESS
Phase 1 - Initialize the Search
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Step 1: Develop client message
Interactive dialogue pertaining to market position, competitive landscape, organizational structure, corporate culture and value proposition.
Step 2: Define search requirements
Full needs analysis resulting in written search assignment (position requirements, roles & responsibilities, benefits and compensation).
Step 3: Brief the firm
Each member of search team is oriented to the agreed upon and objectives of the search project.
Step 4: Create search strategy
Compile a targeted list of sources most likely to identify appropriate candidates. These sources include networking with industry contacts, executive level contacts, database and original sourcing outreach.
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Phase 2 - Implement the Search
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Step 1: Identify potential candidates
Search team takes client message to market by contacting targeted source list.
Step 2: Interview and qualify prospects
Assess credentials, motivations, and career objectives and qualify achievements based upon client requirements.
Step 3: References
In-depth verification of W-2, work history, character reference with a number of different contacts including supervisors, peers, customers and direct reports.
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Phase 3 - Candidate Selection
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Step 1: Candidate presentation
Email presentation of shortlist of qualified candidates.
Step 2: Client & Candidate interviews
Coordinate and manage logistics of interview process. Pre and Post interview briefings with candidates and clients are conducted.
Step 3: Select final candidates
Interactive consultation with client to narrow shortlist to finalists.
Step 4: Pre-offer preparation
Re-confirm compensation criteria, revisit counteroffer and start date availability. Confirm commitment to opportunity to ensure extended offer will result in acceptance.
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Phase 4 - Extension and Closure of Offer
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Step 1: Offer presentation
Present components of offer inclusive of compensation (bonus, commission structure, stock, etc.) benefits, title, reporting structure, and start-date.
Step 2: Negotiation
Keeping client's and candidate's best interest in mind, securing final agreement of terms.
Step 3: Formal acceptance of offer
Obtain signed offer letter. Manage candidate resignation process including written and verbal notice, counteroffer avoidance, etc.
Step 4: Follow-up
Track progress of resignation through successful integration within new corporate environment.
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